We are committed to providing a patient care and work environment that is free of discrimination and unlawful harassment based on an individual's sex, race, ethnicity, age, religion, sexual orientation or any other legally protected characteristic. We constantly strive to provide an environment which is pleasant, healthful, comfortable, and free from intimidation, hostility or other offenses which might interfere with patient care and employee work performance. The purpose of this policy is to provide appropriate guidelines to maintain a work environment free of sexual and other forms of unlawful harassment.

PROCEDURE:

Harassment can take many forms. It may be, but is not limited to the following: words, signs, jokes, pranks, intimidation, physical contact, or violence. Harassment is not necessarily sexual in nature.

Sexually harassing conduct may include unwelcome sexual advances, requests for sexual favors, or any other verbal or physical contact of a sexual nature that prevents an individual from effectively performing the duties of their position or creates an intimidating, hostile or offensive environment, or when such conduct is made a condition of employment or compensation, either implicitly or explicitly.

Any employee acting in this manner or violating this policy is not acting within the scope of their employment.

An employee or patient who believes he/she has been subject

to an incident of alleged sexual or other unlawful harassment should promptly report the matter to the Medical Director. Employees may raise concerns and make reports of unlawful harassment without fear of reprisal. Any employee engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.

This policy applies to all employees and to non-employees, including vendors and patients, who have contact with our employees. This policy applies to all members of our medical staff.

Unlawful sexual harassment includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature where:

1. Submission to such conduct is an implied or expressed condition of employment;2. Submission to or rejection of such conduct is the basis for employment decisions affecting the individual; and/or3. The conduct has the effect of interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment.

IMPORTANT FACTS YOU SHOULD KNOW

1. Sexual harassment complaints are confidential and will not be discussed with anyone without your consent.

2. You may discuss your concerns with the office manager or the Medical Director. A formal complaint need not be filed.

3. Harassment against you as retaliation for expressing concern or filing a complaint of sexual harassment is prohibited.

4. Appropriate supervisory personnel, including the Medical Director, will provide assistance and support at each step of the grievance process.

5. Normally, a sexual harassment complaint should be filed within 30 days of the date of the incident; however, if extenuating circumstances exist, the 30 day window for filing may be extended.

1. Be direct. Say 'NO' immediately. Most harassment stops when you communicate clearly that such behavior is not wanted, is not flattering, and is not considered to be complimentary.2. Keep a record of the incident(s), indicate where it took place and include the names of any witnesses.3. If the conduct persists, inform your supervisor that this behavior is occurring.4. If the action continues, file a written formal complaint with the office manager/Medical Director so that an investigation can be conducted and appropriate action can be taken to resolve the situation.